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IndividualsinSchools:
Motivation
( Hoy,2003)
Hoy,2008
Individualsaremotivatedbytheir:
Needs
Beliefs
Goals
( Hoy,2003)
Hoy,2008
Assumptions:
1.
Individual needs are universal and arranged in a hierarchy.
2.
Unfilled needs lead individuals to focus on those needs.
3.
Lower-level needs must be satisfied before higher level-needs
become strong motivators.
Needs:
1.
Physiological Needs (Air, Food, Sleep, etc.)
2.
Safety and Security Needs (Protection against danger and threat)
3.
Belongingness Needs (Belonging to groups, having friends, etc.)
4.
Esteem Needs (Self-respect and the respect of others)
5.
Self-Actualization Needs (Being all you can me; finding potential)
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Needs
MaslowsHierarchyofNeeds
( Hoy,2003)
Basicsetofhumanneedsarrangedinahierarchical
order
Level1:PhysiologicalNeeds
Level2:SafetyandSecurity
Level3:Belonging,Love,andSocialActivities
Level4:Esteem
Level5:Selfactualizationorselffulfillment
Hoy,2008
TheoriesofMotivation:Needs
II
Assumptions:
1.
2.
3.
4.
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Needs
Herzbergs Motivation-Hygiene Theory
Hygienes
Dissatisfaction
( Hoy,2003)
Motivators
Achievement
Recognition
Work itself
Responsibility
Advancement
Satisfaction
Hoy,2008
TheoriesofMotivation:Needs
III McClellands Achievement-Need Theory
Assumptions:
1.
2.
Hoy,2008
TheoriesofMotivation:Needs
IV Need for Autonomy
1.
Individuals have a need to have a choice in what they do and how they
do it; they need to be in charge of their own lives.
2.
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Beliefs
V Weiners Attribution Theory: Beliefs about Cause
Assumptions:
1.
Individuals naturally seek understandings of why thing happen the way they do.
2.
Individuals make causal connections, i.e., they create knowledge.
3.
Once knowledge is created, they use it to manage their behavior.
4.
The basic causes of achievement are ability, effort, difficulty of the task, and luck.
5.
Key questions:
Causal: What are causes of outcomes?
Locus: Is the cause internal (ability & effort) or external (difficulty & luck)?
Stability: Is the cause fixed or does it change?
Responsibility (Controllable): Can I control the cause?
6.
Maximize motivation by knowing what causes outcomes, knowing the cause in
internal and controllable, and knowing cause is amenable to change.
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Beliefs
Beliefs continued
Ability
Stableview
Abilityisuncontrollableandunabletochange
Setperformancegoalsthatprotecttheirselfesteem
Incrementalview
Abilityisunstablebutcontrollable
Expandingreservoirofknowledgeandskills
Hardworkandpersistencecanpayoff
Setperformancegoalstogaugeprogress
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Beliefs
VI Greenbergs Equity Theory: Beliefs about
Fairness
Assumptions:
1.
Individuals care about being treated fairly.
2.
People make social comparisons regarding fair and equitable
treatment.
3.
Perceived inequity tends to reduce motivation.
4.
Individuals attempt to reduce feelings of inequity by:
They try to get increased benefits--get a raise.
They try to leave--quit and find another job.
They reduce their inputs--expend less effort on the job.
( Hoy,2003)
Hoy,2008
Perception Principle
Consistency Principle
Egalitarian Principle
Correction Principle
Accuracy Principle
Representative Principle
Ethical Principle
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Beliefs
VII Vrooms Expectancy Theory (Beliefs about
Outcomes)
Assumptions:
1.
Individuals make conscious decisions about their behavior.
2.
People evaluate subjectively the expected value of outcomes.
3.
Forces in the individual and environment combine to determine
individual values and attitudes.
4.
Motivation is a function of the interaction of expectancy,
instrumentality, and valence.
Expectancy: Can I perform the task?
Instrumentality: If I succeed what are the consequences?
Valence: How strongly do I value the consequences?
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Beliefs
Expectancy
Belief that I can
accomplish
the task
Instrumentality
Belief that good
performance will
be noticed and
rewarded
Valence
An assessment of
the attractiveness
or value of
the rewards
( Hoy,2003)
Force of
Motivation
M = f (E x I x V)
Expectancy
Theory
Hoy,2008
TheoriesofMotivation:Beliefs
VIII Banduras Self-Efficacy Theory: Beliefs about
Capacity
Assumptions:
1.
Individuals make conscious decisions about their behavior.
2.
The extent to which people believe that they have the capacity to execute a
course of action that is required to succeed is their self-efficacy, their self
efficacy, motivates behavior.
3.
Self-efficacy affects individual choice:
Choose activities in which you will succeed and avoid those in which you believe
you will fail.
4.
Strong self-efficacy increases effort at the task.
5.
Strong self-efficacy increases persistence.
6.
Strong self-efficacy increases resilience.
7.
Sources of strong self-efficacy:
Mastery Experiences
Modeling (Vicarious experiences)
Verbal Persuasion
Physiological State.
( Hoy,2003)
Hoy,2008
Cognitive
Processin
g
Assessment
of
Teaching
Competence
Teache
r
Efficac
y
Consequences of
Teacher Efficacy
Performance
( Hoy,2003)
Effort
Persistence
Success
Hoy,2008
BuildingSelfEfficacyinSchools
Administratorsshouldtrytoorchestratethefollowing:
Secureinstructionaltimeandresourcesforteacherstoplan,collaborate,andresearch,tobuild
MASTERYEXPERIENCES.
Allowteacherstohaveaccesstomodels,intheformofconferences,workshops,visitations,
etc.,forcultivationofVICARIOUSEXPERIENCES.
Fosteremphasisonprofessionalismandreflectiveteaching,andrewardthosewhocollaborate
andsharefeedback,toincreaseSOCIALPERSUASION.
Attendtoteachersaffectivestatesandprovideencouragementduringtimesoffrustration.
Frameperformanceasafunctionofacquiredskillratherthaninherentcapability.
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:Goals
IX Lockes Goal Theory
Assumptions:
1.
2.
3.
4.
5.
( Hoy,2003)
Hoy,2008
TheoriesofMotivation:GoalSetting
Characteristics
of
Effective Goals
Specific
Challenging
Attainable
Embraced
Goal
Mechanisms
Focus attention
Mobilize effort
Enhance
persistence
Develop specific
task
strategies
Performance
Feedback
Goal-setting Theory
( Hoy,2003)
Hoy,2008
TheoriesofMotivation
( Hoy,2003)
Hoy,2008
Summary&Review
Needs Theory
Motivation-Hygiene Theory
Suggests that:
Unmet lower-level needs produce dissatisfaction with the job.
Gratified higher-level needs produce job satisfaction.
Goal-Setting Theory
Attribution Theory
Suggests that people work hard when they believe that causes for success are:
Internaldue to ability and effort.
Not fixedeffort, for example, can be varied from one situation to another.
Controllablecauses can be controlled by hard work, using proper strategy, etc.
( Hoy,2003)
Hoy,2008
Summary&Review
Equity Theory
Suggests that people work hard when they have been fairly treated and:
They have been given the rewards they deserve.
The rewards have been allocated fairly.
They have been treated with respect and courtesy.
Expectancy Theory
Self-Efficacy Theory
( Hoy,2003)
Hoy,2008